501 commons: a resource for nonprofits. a partner for philanthropy offered by: sherwood trust &...

501 Commons: A resource for nonprofits. A partner for philanthropy

Offered by:Sherwood Trust & Nonprofit LearningCenter

Presented by:501 Commons &

BMHRA

March 18, 2015

501 Commons: A resource for nonprofits. A partner for philanthropy

501 Commons' mission is to boost the capacity of nonprofit organizations to thrive over the long term and effectively serve the community.

501 Commons: A resource for nonprofits. A partner for philanthropy

Management ConsultingTechnology ServicesFinancial ServicesHuman ResourcesLeadership DevelopmentCohort Programs

501 Commons: A resource for nonprofits. A partner for philanthropy

501 Commons: A resource for nonprofits. A partner for philanthropy

Human Resources Services

Quick HR Consults

HR Consulting Projects

HR Partnerships

Organizational Climate Survey

501 Commons: A resource for nonprofits. A partner for philanthropy

Nonprofit of the Year by Seattle Business Magazine

501 Commons: A resource for nonprofits. A partner for philanthropy

501 Commons: A resource for nonprofits. A partner for philanthropy

Today’s Objectives

1. Learn about the importance of employee engagement

2. Gain knowledge about trends

3. Discover and share best practices

501 Commons: A resource for nonprofits. A partner for philanthropy

What is employee engagement?

501 Commons: A resource for nonprofits. A partner for philanthropy

501 Commons: A resource for nonprofits. A partner for philanthropy

Employee engagement focuses on:

• Employee’s ability to make a meaningful contribution to the organization’s goals and success

• Employee’s personal satisfaction in their role

501 Commons: A resource for nonprofits. A partner for philanthropy

Less than 70% of employees are engaged in the US

Given the choice, 60% of employees intend to stay at their current job during next 12 months

81% of engaged employees intend to stay at their current job during next 12 months

Studies from Quantum Workplace, Gallup and Blessing White

501 Commons: A resource for nonprofits. A partner for philanthropy

Engaged employees stay for what they can contribute.Disengaged employees stay for what they can get.

Blessing White study, 2013

501 Commons: A resource for nonprofits. A partner for philanthropy

Why Engaged Employees Stay

“I like my work.”

“I believe in the organization’s mission.”

“I have significant development or advancement opportunities here.”

501 Commons: A resource for nonprofits. A partner for philanthropy

Why Disengaged Employees Stay

“I have significant development or advancement opportunities here.”

“I don’t think there are other job opportunities out there for me.”

“I am comfortable here.”

501 Commons: A resource for nonprofits. A partner for philanthropy

Why Engaged Employees Leave

“I don’t have opportunities to grow or advance here.”

“I want to earn more money.”

“I want to try something new.”

501 Commons: A resource for nonprofits. A partner for philanthropy

Why Disengaged Employees Leave

“I don’t have opportunities to grow or advance here.”

“I don’t like what I do. It doesn’t make the best use of my talents.

“I want to earn more money.”

501 Commons: A resource for nonprofits. A partner for philanthropy

Engagement increases as …role gets closer to top of an organization

number of years with organization increases

time in current role becomes an investment

employee gets older

501 Commons: A resource for nonprofits. A partner for philanthropy

Lack of employee engagement costs the US economy about $370 billion a year.

Gallup study, 2012

501 Commons: A resource for nonprofits. A partner for philanthropy

What are the costs of employee turnover?

501 Commons: A resource for nonprofits. A partner for philanthropy

Lower productivity

Overworked remaining staff

Lost knowledgeTemp/interim staffing

Recruitment and interviewing

Training

50 to 100% of annual salary

501 Commons: A resource for nonprofits. A partner for philanthropy

Key Drivers of Employee Engagement

1. Ethical and trustworthy leadership2. Interesting and challenging work3. Relationship with immediate

manager4. Personal relationship with co-

workers5. Opportunities for professional and

personal growth6. Acknowledgement and recognition7. Autonomy and empowerment

501 Commons: A resource for nonprofits. A partner for philanthropy

501 Commons: A resource for nonprofits. A partner for philanthropy

HR Toolkit Cohort Program

Offered through the support of the Sherwood Trust

501 Commons: A resource for nonprofits. A partner for philanthropy

Why?

What?

Lack of effective HR practices impacts nonprofits ability to attract, retain and develop talented employees needed to deliver their mission.

A cohort program which focuses on increasing competency in 5 key HR practices.

501 Commons: A resource for nonprofits. A partner for philanthropy

5 Key HR Practices

1. Writing clear and objective job descriptions2. Developing an effective interview and

selection process3. Creating a simple onboarding program for

new employees4. Managing employee performance

informally and formally5. Establishing a process for employee

separations

501 Commons: A resource for nonprofits. A partner for philanthropy

How?

When?

Nonprofits paired with local volunteer HR professionals who offer 12 hours of consulting support to strengthen their HR practices

Mid-April through Mid-June2 in-person cohort meetings

501 Commons: A resource for nonprofits. A partner for philanthropy

Outcomes? Assessment of HR function

Key Issues Report with plan to identify key practice area for cohort program

Tool from one of the 5 key practice areas with plan for implementation

501 Commons: A resource for nonprofits. A partner for philanthropy

Apply?

Due?

Nonprofits submit a Request for Assistance form through 501 Commons website

HR Professional submit resume or LinkedIn profile to yvonne@501commons.org

March 23, 2015